KEY DRIVERSACTIONSREPORTSClick to show filtersTitleDue DateStatusCompleted TasksOwnersTBKEY DRIVERSREPORTSClick to show filtersACTIONSSurvey ActionsHere, you can turn your survey results into actionable steps to improve team performance. By creating and tracking actions, you ensure accountability and progress on key areas that matter most to your team.Suggested focus areas from this survey2 ActionsPinned QuestionsMy manager gives me positive feedback/praise when I perform well in my jobMotivating Managers6.7I feel proud to work for this organisationEngagement Index7.8I believe I have everything I need to do my job to the best of my abilityMeaningful WorkCelebrateMy manager gives me positive feedback/praise when I perform well in my jobMotivating ManagersPrioritiseStatusCompleted TasksOwnersCreate new actionIn Progress1Completed0Not Set0Due Soon0Overdue1TBTB> ActionTitleDescriptionDue DateOwnersSelect AllStatusPlease type to searchCelebrateMeaningful WorkI believe I have everything I need to do my job to the best of my abilityCreate New ActionSuggest ActionsDashboardActionsNot Started34%42%24%75%5%15%In ProgressCompletedOn TrackNot SetDue Soon5%OverdueAction Filters30 ActionsCreate new actionActionsMy ActionsDashboard
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Suggested Actions

360 Voice
Awaiting review

I'd like to request a 360 Voice survey ahead of my upcoming 1:1 with my manager. I think the feedback would be really useful to reflect on my recent project work and help guide our development conversation

Your next move, suggested by AI

Based on your team's feedback, here are some next steps. Think of these as prompts to support your thinking, not replace it. You can refine them to make sure they suit your team and goals.

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Prepare the Manager for a Development-Focused 1:1

Support the employee's manager in using the 360 Voice results as a constructive foundation for the upcoming development conversation.

Tasks

  • Share Guidance on Using 360 Voice Feedback in 1:1s
  • Encourage the Manager to Review the Feedback in Advance
  • Agree on Development Actions During the 1:1

Why did we suggest this?

For the 360 Voice feedback to have real impact, the manager needs to be equipped to facilitate a meaningful, forward-looking discussion. Without this preparation, there is a risk that the conversation remains surface-level or misses the development opportunity the employee is seeking.

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Turn Feedback Themes into a Development Plan

Help the employee translate their 360 Voice themes into two or three clear development goals to discuss with their manager.

Tasks

  • Identify Top Strengths and Growth Areas
  • Draft Two or Three Development Goals
  • Agree Check-In Dates to Review Progress

Why did we suggest this?

Feedback only builds confidence when it leads to change. A simple, shared plan gives the employee ownership of their growth and gives the manager a clear, practical way to support progress, so the conversation keeps moving long after the 1:1 has ended.

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Recognise Recent Project Contributions

Encourage the manager to open the 1:1 by acknowledging the employee's recent project work, using specific examples from the feedback.

Tasks

  • Highlight Specific Examples of Impact
  • Share Recognition Where the Team Can See It
  • Link Strengths to Future Development Opportunities

Why did we suggest this?

Recognition makes development conversations feel supportive rather than corrective. Starting with specific, genuine praise helps the employee feel valued, builds trust with their manager and makes them more open to discussing where they want to grow next.

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